Human Capital Development Policies Research Articles

The moderating effect of collectivistic workplace culture on the link between political skill and knowledge sharing among faculty members

Purpose The purpose of this study is to investigate the impact of political skills of faculty members in Chinese universities on their tendency to obtain knowledge shared by their colleagues, as well as their tendency to share knowledge with their colleagues. Moreover, this study investigated the role of collectivistic culture in a workplace as the moderating variable that may influence the effect of political skill on knowledge sharing. Design/methodology/approach Survey data were obtained from 387 faculty members across six universities located in the northern and the central cities of China. Partial least squares structural equation modeling was used as the statistical method for data analysis. Findings The results provided significant evidence that supported the positive effect of political skill on knowledge sharing. Furthermore, the moderating effect analysis showed that in the workplaces that had strong collectivist culture, the degree to which employees obtained knowledge shared by others, as well as the willingness of employees to share their knowledge to others, was more likely to happen as compared to that in the workplaces that had a weak collectivist culture. Practical implications As part of human capital development policies, political skill training could be an intervention to promote knowledge sharing among faculty members. The training may be particularly helpful to promote knowledge sharing in a workplace that adopts individualistic culture more than in a workplace that adopts collectivistic culture. Originality/value This study provided new evidence that extended previous studies by unveiling the moderating effect of collectivist culture in a workplace that was found to reduce the effect of political skill on knowledge sharing.

Ethics of Care and Employees: The Impact of Female Board Representation and Top Management Leadership on Human Capital Development Policies

Ethics of Care and Employees: The Impact of Female Board Representation and Top Management Leadership on Human Capital Development Policies

The moderating effect of age on the benefits of trait mindfulness and functional flexibility among salespeople

PurposeAlthough the benefits that individuals obtain from trait mindfulness and functional flexibility have been well documented in the research literature, one crucial gap is the lack of evidence clarifying whether trait mindfulness and functional flexibility might benefit all age groups. Using the moderating effect of age among salespeople, this research analyzes the effects of trait mindfulness and functional flexibility regarding sales performance based on the conservation of resource theory.Design/methodology/approachSurvey data were collected from 227 salespeople across 120 companies located in Bangkok, Thailand. The data were analyzed using partial least squares structural equation modeling.FindingsThe analysis shows that the positive effect of trait mindfulness on sales performance is more substantial for older salespeople than their younger counterparts. Although the analysis shows that functional flexibility is positively associated with sales performance, the positive relationship is only supported for younger salespeople. For older salespeople, available flexibility does not positively affect sales performance.Practical implicationsBased on the findings, developing trait mindfulness and functional flexibility in salespeople could be a valuable area of focus for sales organizations' human capital development policies. Although the intervention to develop trait mindfulness could be provided to all salespeople, the functional flexibility enhancement component should be delivered specifically to younger salespeople who may experience more significant gains from the training.Originality/valueThe results address the gap in the existing research that lacked evidence as to whether trait mindfulness and functional flexibility similarly affect the work performance of older and younger people. In particular, this study offers new insight into how age differences influence the benefit of trait mindfulness and functional flexibility across different age groups of individuals.

New insight into decoupling carbon emissions from economic growth: Do financialization, human capital, and energy security risk matter?

AbstractAgainst the backdrop of persistent climate change and deteriorating environmental pressure, this study integrates financialization, human capital, and energy security risks to provide new insight into decoupling carbon emissions from economic growth. The study employs annual panel data on the BRICS (Brazil, Russia, India, China, and South Africa) countries for the period of 1990–2019. The research employs the C‐S ARDL approach and the Tapio decoupling index to assess the decoupling status of the BRICS countries. In addition, this study applies the recently developed Juodis, Karavias, and Sarafidis Granger noncausality test for robustness. The findings offer compelling evidence of an inverted U‐shaped curve, aligning with the environmental Kuznets curve hypothesis. Consequently, the results confirm the decoupling of carbon emissions in the BRICS nations. Furthermore, the Tapio decoupling elasticity index confirms different carbon decoupling statuses among the BRICS. The results show expansive negative decoupling for Brazil, weak decoupling for India and China, and strong decoupling for Russia and South Africa. In terms of policy, achieving strong decoupling status in the BRICS requires that financial institutions' lending and investing strategies align with environmental objectives. In addition, human capital development policies such as increased spending on education should be vigorously pursued to empower people to lead sustainable development projects.

Effect of Human Capital Development Policy on Staff Performance in Nigerian National Petroleum Corporation Limited (NNPCL)

The current study examines the Human Capital Development Policy as a tool for enhancing staff performance in Nigerian National Petroleum Corporation Limited. To achieve this purpose, several hypotheses were formulated to guide the study. For this purpose, several prior studies related to the variables were reviewed. A survey research design was adopted as a method to conduct this study. Precisely, a sample size of forty respondents was randomly selected for the assessment. A questionnaire method was used for the data collection, which was further analyzed by using regression analysis. The significance level of 0.05 was used for the statistical testing of hypotheses, which revealed the effect of policy implementation and employee job satisfaction in NNPCL. The Human Capital Development Policies and programs not only motivated the staff but also reflected better performance in the organization. Furthermore, this study recommended that Nigerian National Petroleum Corporation Limited (NNPCL) should conduct a thorough analysis of the current state of Human Capital Development Policies to identify other areas that require improvement. This assessment should involve evaluating the existing and new policies and practices, identifying gaps, and measuring staff performance metrics. Additionally, it was indicated that should develop a comprehensive human capital development strategy that aligns with the company's goals. This strategy should include training and development programs, mentoring and coaching initiatives, and performance management processes.

Human Capital Development in the Context of Globalization Processes: Regulatory Aspect

The article defines human capital development components and their impact on the state’s competitive development. The study aims to determine Ukraine’s main human capital development directions in the conditions of post-war reconstruction. The study’s relevance is determined by the deterioration of human capital usage in Ukraine due to the war with Russia. Therefore, it requires effective changes in the human capital development policy by the state, enterprises, and individuals. The developed methodology determines the study’s novelty for analyzing the influencing factors on human capital. General scientific methods of cognition allowed us to identify the main elements of human capital impact. The correlation and regression analysis confirmed the hypothesis that human capital factors are population health, education, and information technology use. The analysis results show these indicators’ high levels of influence on the state development in the global environment. The results of the study show that human capital has an impact on economic growth. In Ukraine, the development of professional skills of the population and the use of information technology in production processes positively impact the economy. On the other hand, the population’s level of health negatively impacts economic development and requires health policy improvement. The discussion framework forms the development of human capital, considering the construction of public policy in this direction. The practical significance of the study lies in the possibility of its use in the process of developing a human capital development strategy at the state and enterprise levels.

Do human capital development and globalization matter for productivity growth? New Evidence from Africa

African countries have demonstrated the weakest economic performance relative to other regions of the world as a result of underutilized capital structure despite being more integrated into the world economy since early 1990, thus, this study explores the linkages among globalization, human capital development, and productivity growth in Africa from 1990 to 2019. We employ Dumitrescu–Hurlin non-causality test, Cross-sectionally Augmented Autoregressive Distributed Lag (CS-ARDL), and Dynamic Panel Threshold model to find a bidirectional causality between human capital development and productivity growth. The result of CS-ARDL shows that globalization has a significant positive effect on productivity growth in the long run, while human capital has insignificant positive effects on productivity growth in both the short and long run. Also, we find that the threshold of human capital is 45.07%, and at any level beneath this threshold value, human capital and globalization impede productivity growth in Africa. The study concludes that the relationship between globalization, human capital development, and productivity growth is nonlinear and conditional on a certain level of human capital before the full benefit of globalization can be reaped in terms of productivity growth in Africa. Therefore, we recommend that the interdisciplinary policymakers should promote human capital development policies that conform to the rising population growth in Africa and take serious caution while making policies regarding globalization.

Trade and Human Capital in Global Value Chain in Developed and Developing Countries

Abstract This paper investigates the effects of human capital on bilateral domestic value-added trade in global value chains (GVCs) for 43 countries and 56 sectors. In contrast to previous studies, this paper estimated an approximate gravity model of value-added trade to capture the role of human capital in determining the cross-border production linkages via value-added trade. The results show that the domestic value-added trade flows depend critically on human capital development in both exporting and importing countries. The results indicate a positive effect of skilled intensity on bilateral domestic value-added trade in GVCs. We also observe a larger positive effect of skills on the GVC value-added trade for the developing economies. The paper highlights the importance of trade liberalization and forward-looking human capital development policies for the competitiveness of the developing countries in the value-added trade in GVC.

Female Board Representation and Firm Efficiency:Investigating via Human Capital Development Policies

In this study, we focus on how female board representation impacts firm efficiency through the enactment of human capital development policies. Drawing upon upper echelons theory and the literatures on glass ceiling, human capital, and training and development, we argue that increasing female board representation will lead firms to improve human capital development policies, though this positive relationship will ultimately diminish as boards accrue greater levels of gender diversity. We further predict that these policies will translate into greater firm efficiency as well as mediate the relationship between female board representation and firm efficiency. Using a sample of S&P 1500 firms from 2007 to 2017, we find support for our hypotheses. Our findings provide evidence that female board representation alone may not translate into improved firm efficiency; rather, the unique perspective of female directors lead them to put in place human capital development policies that are beneficial for improved firm efficiency.

The Evolutionary Role of Higher Education in Sustainable Development: Pandemic 2020–2021

This article investigates the role of higher education in the economic development of the country. The research aims to investigate the theoretical and methodological basis of the role of higher education and human capital in economic growth, evaluate the current state of higher education within pandemic COVID-19, and develop scientifically and applied recommendations to strengthen capacity and improve the competitiveness of human capital in the developing countries.
 An analysis of the existing researches and debates is made. We defined the state of higher education in Kazakhstan and considered the changes in education within the context of COVID-19. We made multiple correlations and regression analysis based on the education coverage index and GDP(mln KZT), where defined the moderate correlation between two variables. Statistical data is studied in a period from 2000 to 2019.
 This paper contributes to the literature by fulfilling a theory of human capital development in the knowledge economy, revealing the relational mechanism between higher education, sustainable development, and the economic boundary of this relationship. It also contributes to the further understanding of the role of higher education in economic development. This study result implies to strengthen capacity and improve the competitiveness of human capital, draft human capital development policy.
 Keywords: SDG; COVID-19, human capital, higher education

AMO perspectives on the well-being of neurodivergent human capital

PurposeExisting management research and management practices frequently overlook the relationship between the above-average human capital of highly functioning neurodivergent employees, their subjective well-being in the workplace and performance outcomes. This paper calls for greater attention to the hidden human capital associated with neurodiversity by mainstreaming implementation of neurodiversity-friendly policies and practices.Design/methodology/approachDrawing on the ability, motivation and opportunity (AMO) framework, this conceptual paper integrates research on employee neurodiversity and well-being to provide a model of HR-systems level and human capital development policies, systems and practices for neurodivergent minorities in the workplace.FindingsThis paper illustrates that workplace neurodiversity, like biodiversity, is a natural phenomenon. For subjective individual psychological and organisational well-being, neurodivergent employees require an empathetic culture and innovative talent management approaches that respect cognitive differences.Practical implicationsThe case is made for neurodivergent human capital development and policy-makers to promote inclusive employment and decent work in a context of relatively high unemployment for neurodivergent individuals.Originality/valueThis paper extends current debates on organisational equality, diversity and inclusion to a consideration of workplace well-being for highly functioning neurodivergent workers. It calls for more equitable and empathetic approaches to investing in employees with neurodevelopmental and cognitive disabilities.

Organisational Culture and Human Capital Development in First Bank Nigeria Plc

The study investigated the effect of organizational culture on human capital development. The study adopted the survey method and Pearson Correlation Coefficient and Multivariate Regression Model was used to analyse the hypotheses. The instrument used in data collection was a structured questionnaire and statistical techniques of Pearson product correlation coefficient to determine the impact on human capital development in First Bank. The finding of this study shows that organizational culture will positively but insignificantly influence human capital development practice in terms of staffing, career development and compensation. The study recommends that it is important for practicing managers to take cultural factors into account in formulating human capital development policy across the country. There should an alternative management science that is based on Nigerian values. Companies should also share information to safe guard the current best practices in order to keep up to date and deal with human capital development. Key Words : Culture, Human Capital, Organisation, Banking Industry

Human Capital Development and Macroeconomic Performance in Nigeria: An Autoregressive Distributed Lag (ARDL) Approach

Developed nations continue to invest heavily in the development and training of their human resources. Huge budgetary allocations show it to education and health, yet Nigeria’s human capital development policy has only been effective on paper. This study examined the impact of human capital development on the macroeconomic performance of Nigeria. Using the autoregressive distributed lagged (ARDL) model, this study shows an insignificant negative relationship between human capital development and per capita GDP in the short run. The results also showed that only the tertiary enrolment rate significantly and positively improved per capita GDP within the period under review. The study concluded that the government’s efforts aimed at boosting human capital have been insufficient.JEL Classification: O47, J11, J24

Human Capital Development and Macroeconomic Performance in Nigeria: An Autoregressive Distributed Lag (ARDL) Approach

Abstract While developed and most developing nations have seen the need and continue to invest heavily in the development and training of her manpower as shown by huge budgetary allocations to education and health, Nigeria continues to play politics with her human capital development policy which has been poor and only been effective on paper despite the huge outlay of human capital available at our disposal. This study therefore examined the impact of human capital development on the macroeconomic performance of Nigeria. Using autoregressive distributed lagged model, the study proxied human capital development using government expenditure on education, government expenditure on health, secondary school enrolment rate, and school enrolment rate at tertiary level, while per capita GDP was used as proxy variable for measuring macroeconomic performance. The results of the estimated short and long run ARDL models indicated, an insignificant and negative relationship between human capital development and gross domestic product per capita (GDPPC) in the short run. Another result of this study is that, only tertiary enrolment rate (TER) has a significant and positive impact on gross domestic product per capita (GDPPC). This finding was an indication of relatively good but insufficient efforts by government to boost human capital. The study concluded that while human capital development is crucial for accelerated macroeconomic performance, government efforts aimed at boosting human capital has had a depressing effect on macroeconomic performance. On the strength of this, the study recommended that government and economic policy makers in Nigeria should place greater emphasis on human capital development.

When the Outcome is Employability: Leading Indicators for the Governance of Labour Market Services

The aim of this paper is to explore the relationship between output, leading outcome, and lagging outcome indicators in the governance of labour market services. To support the definition of human capital development policies, the adoption of an intermediate outcome indicator of employability is proposed. By crossing data from a survey on workers’ perception of their own employability with administrative data on individual employment conditions, this work tests the effectiveness of such indicator. Results suggest a positive relationship between subjective career success and outcome, confirming the importance of employability as a predictor of long-term labour market performance.

Developpemnt Du Capital Humain, Croissance Economique Et Bien-Etre En Côte d’Ivoire

This paper assesses human capital development policies and their impact on economic growth and households’ well-being in Côte d'Ivoire. A dynamic computable general equilibrium model was used to measure the impact of public spending on education and health policies as predicted by the government and then the effects of a larger increase of those spending on economic growth and household welfare in Côte d'Ivoire. The simulations results show that public spending in education and health has positive impacts on education and health demands, on the improvement of labor’s factor quality and on the productive capacities of poor and vulnerable households. The results also show that there is a positive correlation between public expenditures on education and health, economic growth and welfare in Côte d'Ivoire.

Human capital development for SMEs in Pakistan: is the “one-size-fits-all” policy adequate?

Purpose– Pakistan adopted “one-size-fits-all” policy for human capital (HC) development with the assumption that the level of HC is equal across industry and firm size. The purpose of this paper is to test this major assumption on which this policy is based, by comparing the differences in the levels of HC, overall and by dimensions of HC, by industry and firm size.Design/methodology/approach– The study is based on new data set of a sample of 750 manufacturing SME firms in Pakistan, compiled through a survey. Applying the independent samplet-test, one way analysis of variance and multivariate analysis of variance, the hypotheses of differences in levels of overall and dimensions of HC were tested.Findings– The results indicate significant differences in the levels of HC by industry and firm size. The levels of HC were found to be higher in textiles, food, metal and leather industries, and for medium-sized firms.Practical implications– The findings provide supporting evidence on the inadequacy of the current human capital development (HCD) policy in Pakistan. The study therefore recommends customized HCD policies, accounting for differences across industry and firm size.Originality/value– By taking the data on nine major dimensions of HC from 750 manufacturing sector SMEs, the study tests the level of overall HC and its nine dimensions by industry and size. The study also challenges the “one-size-fits-all” policy of the government of Pakistan for developing HC in SMEs.

Foreign direct investment and human capital in developing countries: a panel data approach

Theoretical studies have shown that there is a direct relationship between human capital and foreign direct investment (FDI). However, only a few available empirical studies have attempted to investigate this relationship simultaneously. Using country level panel data from 55 developing countries over the 1980–2011 period, this paper examines the interrelationship between FDI and human capital. Statistical analysis, based on simultaneous equations fixed effect estimation, reveals significant bi-directional causality between human capital and FDI, which suggests that FDI and human capital development policies need to be coordinated. FDI-led economic growth models may not be entirely suitable for all developing countries aiming to replicate the economic success of countries such as Brazil and China unless attention is also paid to human capital development through increased spending on education and training.

Regional Human Capital Development Policy and Sandwich-Placement Training in Higher Education: Lessons Learned From the Pioneering Example of the University of Corsica in a Small Island Economy

Regional Human Capital Development Policy and Sandwich-Placement Training in Higher Education: Lessons Learned From the Pioneering Example of the University of Corsica in a Small Island Economy

Differences in the Development and Investment in Human Capital in the Member States of the European Union

Human capital and knowledge are most important factors of current development processes, contributing to the innovativeness and competitiveness of the economies. The important role of these factors was underlined also in Europe 2020 Strategy. However, due to immaterial character of investment in human capital and because of the high level of decentralization of human capital development policy, these actions are characterized by a relatively low efficiency. Thus, the aim of this paper is firstly to identify the importance of human capital development policy within EU policies. Secondly, it is to identify and conduct a comparative analysis of national differences in human capital development and to identify points of reference for key measures of the development in question. Thirdly, this paper is to specify models of human capital development policy from the perspective of how much involved local authorities are in its implementation and efficiency.